Employability. Executive acknowledges (i) that Executive has sufficient abilities and talents to be able to obtain, upon the termination of Executive’s employment, comparable employment from another business while fully honoring and complying with the above covenants concerning confidential information and contacts with the Company’s or any of its Affiliates’ customers or employees, and (ii) the importance to the Company and its Affiliates of the above covenants. Accordingly, for a period of one (1) year following the termination of Executive’s employment with the Company and upon the Company’s reasonable request of Executive, Executive shall advise the Company of the identity of Executive’s new employer and shall provide a general description, in reasonable detail, of Executive’s new duties and responsibilities sufficient to inform the Company of its need to request a court order to enforce the above covenants.
Employability. Not arrested for any offense Not arrested for an OUI offense during treatment Participation in self help during treatment Completed Treatment Referral to Mental Health Services Average Time in Treatment for Completed clients (Weeks) SERVICE SETTING: ADOLESCENT OUTPATIENT OUTPATIENT CARE ASAM LEVEL I REQUIRED EFFECTIVENESS INDICATORS AND MINIMAL STANDARDS INDICATOR Units of service to be delivered. STANDARD Total Program and SAMHS Units are based on a 90% minimal annual delivery standard. Agencies that exceed 100% of contracted units of service per quarter will receive an incentive payment of 5% of the quarterly payment. Agencies that do not meet 90% of the contracted service units for the quarter will receive a cut in reimbursement of 5% for that quarter. Program performance must be at or above the minimal level on the following performance indicators, monitored on a quarterly basis (primary clients only): INDICATOR MINIMAL STANDARD Access to treatment: median time to assessment 5 calendar days Agencies that have median time of more than five days will have their payment reduced by 1%. Agencies that have a median time of 2 days or less will receive an incentive payment of 1%. Access to treatment: median time to treatment 14 calendar days Agencies that have a median time between assessment and treatment of greater than 14 calendar days will have their payment reduced by 1%. Agencies that have median time between assessment and treatment of less than seven days will receive an incentive payment of 1%. Treatment Retention: stayed for four sessions minimum standard 50% Agencies that have less than 50% of their clients stay for four or more sessions will have their payment reduced by 1%. Agencies that have greater than 65% of their clients stay for four sessions will receive an incentive payment of 1%. Treatment Retention: stayed for 90 days minimum standard 30% Agencies that have less than 30% of clients retained for 90 days will have their payment reduced by 1%. Agencies that exceed 40% retention of 90 days or more will receive an incentive payment of 1%.
Employability. The Employee represents and warrants that he is not party to, or bound by, any agreement or commitment, or subject to any restriction, including, but not limited to agreements related to previous employment containing confidentiality or non-compete covenants, which in the future may have a possibility of adversely affecting the business of the Company or the performance by the Employee of his duties under this Agreement.
Employability. 1. The current and future functioning of the employee and the organization are closely linked. The employer will implement a policy that is oriented toward promoting the employability of the employee now and in the future, through which his job security will improve. The employee is aware of his own responsibility with respect to the improvement of his employability and is prepared to work towards achieving this.
Employability. The provision of highly vocational programmes designed and developed to meet the needs of the professions is the principal and most obvious means through which the Conservatoire promotes the employability of its graduates. Quite simply, students learn in a proto-professional environment replete with opportunities to perform and to work with industry and individual practitioners, both in the Conservatoire and out there in myriad professional contexts. The Conservatoire is an integral and very well connected part of the creative industries and we manage a number of partnerships, all of which help to ensure that our graduates leave us equipped with the skills, knowledge and insights which employers require. Examples of those partnerships are given under Priority 4 below. The following examples illustrate our approach to working with potential employers to ensure that our programmes develop in students the skills and insights that they need to either gain employment or to pursue a career as a self-employed artist: An MMus in Piano for Dance, delivered jointly with Scottish Ballet; a BA in Modern Ballet that was designed in collaboration with Scottish Ballet and is delivered by staff who are employed by the Conservatoire and by Scottish Ballet; a BA Performance in British Sign Language and English in response to both applicant and industry demand and in collaboration with professional company Solar Bear; a Masters in Classical and Contemporary Text delivered in collaboration with Xxxxxxxxxxx’s Globe and Playwrights’ Studio, Scotland extensive use of external placements, which include mentoring opportunities; the employment of significant numbers of part-time teachers, directors and other professionals who are professionally active in the performing arts; the involvement of potential employers and practitioners in programme design and as members of programme review and validation panels; the gathering and analysis of graduate feedback; and the frequent use of practitioners as specialist external assessors. We are clear that the performing arts in the 21st century require practitioners who are innovative, inter-disciplinary and collaborative artists, teachers and technicians. The current review of our undergraduate curriculum, leading to the introduction of a revised curriculum in 2017/18, will ensure that the Conservatoire continues to produce such graduates. The review will have a particular focus on the development of teaching skills in all o...
Employability. (a) Executive affirms that s/he is presently not subject to a restrictive covenant or other prior agreement that would prohibit or restrict employment with the Company.
Employability. The Open University sets out its approach to student employability in its Student Employability Policy Statement. It defines student employability as 'A set of capabilities and achievements that support students in developing their careers, raising their aspirations and enhancing their contribution to society'. We recognise the diversity of our student body and its distinctiveness within the Scottish sector. In particular, our approach to employability has a unique focus on supporting the ‘employability of the employed’, enhancing opportunities for students to develop and apply their skills and learning to develop within their current careers, to change career, or to return to the labour market. Figures from a University-wide student profile analysis on career motivation indicate that 47% of respondents thought their OU study would help them to change to a new career area; 43% thought it would help them to develop or progress in their current career and, reflecting the fact that the majority of OU students are already in employment, 5% thought it would help them to move into employment for the first time. Over the period of this outcome agreement, The Open University aims to increase the number of students achieving positive personal and career development outcomes by: · Systematically track what each student is seeking to achieve through study and how well we are helping achieve that throughout their journey with us. · Embedding employability skills even more explicitly in the curriculum. · Maximising the distinctive benefits that derive from students combining OU study with their own world of work. · Investing in and expanding the careers service to enable more personalised support according to the career goals of the student (to start develop, or change their career). · Bringing the employer perspective more directly into the University. Employability statements are now built into the course information provided to students and prospective students, and consideration of career pathways, employability and skills development is built into the module and qualification development process. Investment has been made in a three year university-wide Careers and Employability Project to design a high quality extended Careers Advisory Service and to embed Personal Development Planning in the student learning experience. The OU offers a free employability badged online course Succeed in the Workplace on its OpenLearn platform. The OU in Scotland and the OU’s Caree...
Employability. In Session 2015-16 the College undertook a review and evaluated both the effectiveness and affordability of the Skills Development Scotland Employability Fund courses. The outcome of this review is that the College did not deliver SDS Employability Fund courses in Session 2016-17. The College recognises that there is a need for this type of provision and delivers under the employability banner in many courses across the college. However the extended work experience element we delivered within the Employability Fund programmes is a crucial support mechanism for the more vulnerable learner and the more we can offer to scaffold transitions to employment the better; as the college, the learner and employer will all benefit. As such, two new courses have been developed in Construction and Retail, which run for 18 weeks, and provide learners with an extended 14 week supported work placement. The College offered both courses with three different start dates through Session 2016-17, and plans to continue with this provision going forward. The learners for this type of programme tend to be young people who are vulnerable and need additional support; they lack self-confidence and self-esteem, they have struggled in the school environment and tend to be care experienced. As such they do require more support both in college and when they are in the work place. By changing the programme to an 18 week programme opens up the student support services and funding to this group and allows us to recruit on this basis. Furthermore we have strong links with DWP and SDS as well as our LEP partners in identifying and reaching this group of young people. Employer Engagement Systems Development A project was initiated within the College to help evidence and provide management information on the many forms of Employer Engagement undertaken by many staff within many areas of College activity. The aims of this project are to define what strands of Employer Engagement we will aim to collect, and how we will centrally collate, report and use this information. The first phase of this development is now live, allowing staff to record their engagement with employers. Linked to this project, the College is piloting an e-portfolio tracking system which is being used for and with Modern Apprentices and VQ Learners. This will enable our students, their assessors and their employers improved access to track progress through their qualification, enable more effective communication, and enable a...
Employability. The City strives to maximize the productivity and full potential of all City employees by providing career development opportunities within the organization. The City will continue these opportunities as well as endeavor to retrain and in-place employees in the event of job changes as a result of streamlining work processes, advances in technology and/or the elimination of current work assignments.
Employability. We recognise that the final measure of success for a student is progression into a satisfying graduate-level destination of their choice, and that this poses particular challenges for students from non-traditional backgrounds. Employability continues to be a University priority for 2015-16 and the particular needs of students from non-traditional backgrounds for support in finding appropriate placements and work experience is a key focus. The University of Bath has an outstanding record for graduate employability. A major factor in this is the work placement during the degree programme which about half of Bath’s undergraduates undertake. However, data analysis from our Careers Advisory Service11 suggests that students from lower socio-economic groups would benefit from additional support and we will undertake further analysis and qualitative research to explore the issues and evaluate strategies for increasing and enhancing engagement. Bursaries will be offered to students from non-traditional backgrounds undertaking unpaid placements. Along with SEOs, Faculty-based Placement Officers will work closely with students to encourage them to take up placements and also engage with employers to identify suitable placements and internships, ensuring that the diverse skills of under-represented groups are recognised and valued. A range of online resources will be developed to support students applying for placements and to provide a framework for reflecting on and benefiting from the experience. The University’s Careers Advisory Service will continue to provide dedicated support for students from non-traditional backgrounds. The University achieved the Buttle Trust Quality Mark in 2012 and offers a full programme of outreach and retention activities to ensure that care leavers have the pre and post-entry support that is needed for successful progression to HE. Financial support for students In our 2012-13 Access Agreement we focused the greatest part of our financial support expenditure on fee waivers. However, national reports and consultations with local students’ organisations led us to reconsider our position. In our original plans we refined our support system to include a combination of fee waivers and bursaries. The recent changes to NSP provision enabled us to provide all our financial support in the form of cost-of-living bursaries to support students from low income families. We have reviewed our household income and other eligibility thresholds and incr...
